الوضع الليلي
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Effectiveness of Training
11:24:54 2025-08-31 5914

Training is not limited to providing the trainee with certain skills; rather, it often goes beyond that to bring about significant changes in the trainee’s mental and psychological habits. This makes a person’s acceptance of training and its requirements somewhat complex and difficult. It is very common for someone to feel excitement about what they hear, see, and practice during training, but after a while, their emotions subside and their enthusiasm weakens.

It has been indicated that only about 10% of the money spent on training actually bears fruit in the field of training. In a systematic study on the transfer of training and tracking its impact on behavioral change, it was found that supervisors who had been trained on the principles and methods of leadership were indeed influenced by the training programs and adjusted their behaviors accordingly. However, after spending some time back at work, most of them reverted to their original behavior prior to joining the training program.

There are several factors that help make training effective and extend its impact for a longer period, including:

  1. Learning the content of the training program:
    The trainee should fully grasp the theoretical knowledge on which the program’s practical applications are based. This understanding broadens the trainee’s comprehension of the program’s goals and scientific foundations. For this reason, trainees should be provided with a booklet or tape that explains the program’s content.
  2. Relevance and applicability of the program:
    The content should be applicable and important to the trainee due to its connection with the nature of their work.
  3. Motivation for behavioral change:
    There must be incentives for changing behavior in response to training. It is unusual for habits to change, work to be organized, or greater effort to be exerted without some form of reward or punishment.
  4. Changes in the work environment:
    The work environment should support the outcomes of training and help sustain them. For example, a worker asked to show greater dedication and organization through a training program will not respond positively if management denies them their rights or fails to provide the tools needed for success.
  5. Ongoing evaluation and reinforcement:
    The best way to sustain the impact of training is through continuous evaluation of performance, monitoring its levels, and supporting it with short training sessions. A trainee is like an athlete: to maintain fitness, they need continuous training; otherwise, they become unfit and lose their gains.

We must deeply realize that we have no choice but to insist on continuous growth and progress. Yet, this comes at a price that must be paid. Truly, there is no rest for a believer except in meeting his Lord.

 

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